Tag: management tips | Artisan Creative

Thinking About Implementing AI? Start By Asking the Right Questions.

Monday, August 4th, 2025|

As a leader, you’re constantly looking for ways to grow your business, streamline operations, and stay ahead of the competition. You may be wondering how to grow or streamline efficiencies today. Enter artificial intelligence (AI). You’ve heard by now how (AI) is transforming industries and workflows—from design to sales to project management.

If you are unsure about where to begin, this blog is for you. The good news is you don’t need to have it all figured out to get started. You just need to start asking the right questions.

Whether you’re running a small or mid-sized company, exploring AI isn’t about replacing your team or investing in a major overhaul overnight. It’s about identifying where AI can unlock potential from within the team and increase capacity, spark innovation, and reduce redundancies– one step at a time.

Here are 5 questions to start the process about AI and ignite curiosity and clarity. The answers just might transform your business from within.

Where are we spending time on manual, repetitive tasks?

Every business has tasks that eat up hours (and shouldn’t). Whether it’s formatting proposals, managing email threads, creating sales decks, or analyzing data. Identifying these inefficiencies is often the first step in recognizing where AI can help automate and streamline.

What are our biggest bottlenecks?

Identifying roadblocks to efficiency can highlight where AI tools—such as smart scheduling, workflow automation, or even design assistance—can relieve your team’s workload. Is reviewing resumes or scheduling interviews taking too long? Are projects getting stuck in approvals? Is your team overwhelmed with massive amounts of data to analyze?

How are we using our data to make decisions?

Many businesses sit on valuable data but don’t have the tools or time to turn it into action. AI can help you surface insights, forecast trends, and make more informed decisions faster. It can even create charts and decks for presentations to stakeholders. Your designer will have the ultimate task of finalizing everything; however, their workload will be reduced considerably. The key is understanding what data you have—and what decisions you want to improve.

Do we have the right talent to explore AI?

You don’t need a full AI team to get started, but you may need a curious strategist, a tech-savvy designer, or a part-time consultant to help pilot small initiatives. Ask yourself whether you want to upskill your current team, bring in freelance support, or hire a new role entirely.

What do we want to do more of, but feel limited by time, resources, or expertise?

There are growth areas where AI can help teams scale with impact—without burning out–perhaps it’s launching more campaigns, creating faster proposals, or personalizing client experiences.

Implementing AI doesn’t begin with a tool—it begins with a curious mindset. By asking the right questions, you uncover the specific needs and opportunities that AI can support. Whether you’re in design, marketing, operations, or recruitment, the first step is understanding your challenges and goals—then exploring how AI might amplify your strengths.

You don’t need to go it alone, either. Partnering with an AI consultant, recruiter, or business development expert can help you identify where to start and how to grow—on your terms. Artisan Creative has the resources to support this exploration. Connect with us to learn how.

This blog was written by a human and enhanced by AI.

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Who Owns Onboarding Anyway? LUV is the answer

Wednesday, November 20th, 2024|

It’s a long-held belief that employers should create a strong onboarding plan and process.

According to Dr. Talya Bauer from the SHRM Foundation, successful onboarding involves proactively covering The Four C’s of compliance, clarification, culture, and connection.

In many organizations the HR team handles onboarding and “owns” it, in others, the hiring manager and team lead manages the process.

But what about the employee and their role in successful onboarding?

At Artisan Creative, we believe onboarding is a two-way street — both employer and employee OWN the onboarding process and must work to LUV the journey together so we’re adding another acronym to the onboarding mix.

L: Learning

U: Understanding

V: Values

The first step in any onboarding is “Learning”.

For the new hire, this means learning about the organization, the systems, and the processes. Learning about their new co-workers, the specifics of their role and about the company.

For the employer, it means learning about their new hire’s skills, expertise, learning styles, and communication preferences.

The second step in onboarding success is Understanding.
This means understanding self, the team, and the company

For the new hire, this is done by applying the learning to better understand how things work the way they do. This means understanding the company culture, social norms, and DNA of the team they are now a part of. For example, knowing who is the tea drinker in the group, who has pets, and who is high on EQ, among many other nuances …..Understanding and having an unbiased approach are foundational blocks for relationship building and belonging.

For a hiring Manager or HR team; understanding the needs of the new hire is paramount to a successful onboarding. Creating the time and cadence for talent development and integrating the new employee into the company culture takes time. Integration is not an overnight occurrence. Understanding that onboarding and communication are ongoing processes, and creating a shadowing or mentoring program sets up the new hire (and company) for success.

At Artisan Creative, we utilize the CliftonStrengths assessments for all new hires to build better communication and understanding of our team’s strengths into our conversations.

The final component of a successful onboarding process is incorporating Values into these conversations.

Discovering and applying a company’s core values is a critical component for success. Core values aren’t meant to be a plaque on the wall or a page on a website, they are meant to be operationalized and alive in every process of recruitment, hiring, onboarding, and talent development process.

For the new hire, this means embracing these values and putting them into practice in how they interact with team members and customers. For example at Artisan Creative “Enthusiasm in life and work” means we bring our whole selves to work and bring that same enthusiasm when we come home afterward. We talk about personal and professional opportunities and challenges, and one of the ways we make this value alive is by creating vision boards together annually.

For employers it means living those values at every stage…from the interview process to training a new hire, through conducting performance reviews based on values, and giving feedback based on values.

If you LUV your onboarding process, please share a few of your processes below in the comments.

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Episode 2: Writing Impactful Job Descriptions

Monday, October 9th, 2023|

Once you’ve clarified why you are hiring, the next step in the hiring roadmap is to determine who the ideal candidate is.

And specifically, what are the core technical skills and interpersonal skills, that are missing within your current team that you need to address?

These answers will help determine the requirements the role needs and support the details needed for writing a viable and accurate job description to clarify the day-to-day responsibilities.

Equally important is to define the hard skills or IQ the role needs (the technical know-how, the programs, the education), as well as needed soft skills ( the communication skills, leadership skills, the EQ for the role).

Think of creating the job description as a marketing opportunity for your company. This document promotes your company to potential candidates and creates a strategic roadmap for hiring and retention success.

Writing this impactful job description is a critical step in the recruitment process, however, it is too often considered an admin task that is rushed, copied from other roles found online, or relegated to ChatGPT so it can be done quickly and posted on external or internal job boards.

Yes, you can use AI to start the foundation of the requirements, however, you’ll have to customize and tailor it so it is unique to your company, conveys your voice, and your message, builds trust, AND supports your employer Brand. Otherwise, your role (and company) will sound like hundreds of others on the web and will get lost in the noise of other job posts out there.

A good job description should demonstrate what success can look like for a candidate, clarify potential, and growth opportunities, list the company values, perks, and your company’s unique offerings.

Unfortunately, many job descriptions read like a laundry list of wants and todos, and rarely differentiate between what is a MUST HAVE. Many job descriptions focus only on what the company needs and neglect highlighting what a candidate may want.

If the salary is not aligned with the years of experience you are asking for, determine whether you can offer better benefits, sign-on bonuses, or early reviews to boost the overall compensation package. Or if the salary parameters are not aligned, consider if you really need someone with all the skills listed, or can you hire someone more junior who may not have that experience and whom you can teach, mentor, and groom?

Clarifying these parameters helps define the expectations, goals, and success metrics for any job opening. In fact, without these, you may elongate the hiring process by sifting through unqualified applicants and waste your and your team’s most valuable asset, your time!

Once you are clear about the must-have skills that are needed, you can build a process or create a toolkit to evaluate the applications that are being submitted or the interviews you are conducting.

Geoff Smart, the author of the book WHO, suggests creating a Scorecard and details his process for it in the book.

You and your team can determine and rank the hard and soft skills you are looking for and plan how you’ll move an applicant through the hiring process.

Regardless of the hiring framework you use, the recruitment tools you have, or the assessments you may have in place, these preparation steps will help determine the years of experience you need and the seniority level the role requires and that will directly correlate to the salary and the length of time it may take to find the right candidate.

Only you can decide what qualities and experiences are a must-have, what you are willing to teach on the job, or when to extend an interview or reject an application.

Let’s do a Pulse Check

How do you define and differentiate your company to applicants?
How do you differentiate between the must-haves vs. the nice-to-have skills & qualifications, as well as hard and soft skills?
How do you define what success looks like and what it offers a candidate?
How realistic are the must-haves in the job?

Watch the previous episodes in this series:

Episode 0: Introduction

Episode 1: Transforming Your Hiring Mindset

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Introduction : Transforming Your Hiring Mindset

Saturday, September 9th, 2023|

Do you remember your first job interview and how you felt?

I did. I was excited. I was prepared. I even bought myself a new outfit. And I was confident that I was just going to ace that interview.

However, things changed when the interviewer showed up …late, unprepared, rushed… and then grilled me question after question without creating any space for me to ask my questions. And then they cut the interview short because they had to run to their next meeting.

The irony is, I did get an offer from them after all, and turned them down, and instead accepted another position and ended up staying at that job for close to 10 years.

That first interview was 30 some years ago, and I still remember the feeling I walked away with. Unheard.

And perhaps that’s why I am here with you. A seed was planted that grew into a passion that both the candidate and the hiring company have a win-win relationship.

For the past few decades, my team and I have worked with hundreds of companies and business owners on their recruitment objectives and have gathered great insight into when interviewing and hiring go well, and when they don’t.

Whether you have an in-house HR and recruitment team, work with an outside recruitment agency, or you yourself are reviewing all those incoming resumes, there are several critical steps to implement throughout the hiring process to create success and become a skillful interviewer.

Usually, we expect the candidate to come prepared, be open, be engaged, have high energy, and be communicative. We want them to not only have researched the role, know about our company, and be enthusiastic, we want them to want the job!

Today, we are going to flip the script and focus on us as the business owner, hiring manager, or department head who maybe deciding when it is the time to hire, or greenlighting the budget and salary, or perhaps conducting the first or final interview.

This series is divided into the 3 phases of hiring to transform the hiring mindset and set the stage for a successful hiring practice that will set you apart from your competitors. The three phases are:

The Preparation required before interviewing & hiring can begin
The Process for set-up, and follow-up on applicants and interviewees
The Presence of mind is needed during the interview and onboarding.

Together we will review the importance of establishing trust in your employer brand, writing impactful job descriptions, becoming a skillful interviewer, and creating follow-up procedures to transform your hiring practice.

So, let’s start at the beginning of the hiring journey before you decide to hire!

Katty Douraghy | President | Artisan Creative

Watch the other episodes in this series:

Episode 1: Transforming Your Hiring Mindset

Episode 2: Writing Impactful Job Descriptions

Episode 3: Recruitment & Sourcing Strategy

Episode 4: The Candidate Experience

Episode 5: The Interview Mindset

Episode 6: Interview Timing

Episode 7: The Follow-up

Episode 8: Onboarding

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Hybrid Onboarding Best Practices

Friday, July 21st, 2023|

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Reposting this onboarding graphic from a while back as it is even more relevant today as we navigate the remote and hybrid workforce.

As managers, we have to create a sense of culture, belonging, and teamwork amongst teams who may not be physically together in one place. Onboarding, whether remote or in-person, is essential to the development of empowered, dedicated, and productive teams.

A successful onboarding process allows for greater employee retention and engagement. Here are some things to try and connect your remote and onsite teams with each other for a successful hybrid experience.

Utilize the technology that is already widely available:

Collaboration technology such as monday.com or Trello allows for teams to connect and collaborate successfully. Zoom and Teams allow us to stay connected and to see each other. Since 55% of communication is non-verbal, being able to see one another on video conferences allows for better connection.

Keep the communication going:

Communication is key to onboarding success, especially when managing employees remotely. Create trust and encourage your new hire to give feedback, voice concerns, and ask questions. It is important to set clear expectations, give constructive feedback and keep the lines of communication open.

Over-communication is essential when working with a dispersed team. Planning daily huddles and video meetings, using Slack, or other messaging tools keeps the lines of communication open.

Document your SOPs Build a library of your standard operating procedures so that new hires (and the rest of the team for that matter) can easily access this info. This will save you and other managers from responding to the same questions over and over, as well as set the standards needed for the team to adhere to. Tools such as Loom and Trainual build a knowledge bank of best practices and training.

Remote does not have to mean impersonal: Working from home can feel lonely or disconnected, you make new hires feel as welcome as if they were walking into your office on their first day. Sending a welcome gift from Snackmagic or the Goodgrocer, reach out on their first day with a welcome message, schedule a Zoom team lunch with the whole team to provide a genuine introduction, and create a positive employee experience.

Keep up the team spirit: Working solo from our homes does not mean we have to be in a silo. Create a cohesive work remote environment to enhance your company culture by having group social Zoom gatherings. Gatherings such as online cooking events, painting classes, or planning for a virtual scavenger hunt helps builds teams connect, build trust, and grow engagement.

Onboarding is much more than an orientation, it helps assimilate new hires into their work environment and culture. It is important to create an ongoing onboarding process that promotes greater efficiency and employee retention.

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How Adults Learn

Wednesday, June 21st, 2023|

Whether you are training new hires or making a presentation to a large group, it’s important to communicate your ideas properly. And whether you do this in person, or online it requires additional steps to create engagement and interactivity.

Adults learn differently and bring their life experiences and cognitive abilities with them, and thus have different ways of learning and processing information that may not necessarily resonate with everyone in the same way.

Presenting material in different styles and modalities can transform a training experience from frustration into an epiphany. Balance your training where some work can be done collaboratively in a peer-to-peer environment and where your new hires can learn from each other while solving problems.

Personalize the experience to enable your employees to adapt to methods that best suit their learning style. Storytelling and linking situational examples with past experiences or scenarios can lead to better retention.

Adult learners have specific learning styles and balancing your training where you can combine the various styles can also have a positive impact.

For example, some people learn best through pictures and graphics. Others connect with metaphors and associations, while some learn best through reading or listening to an oral presentation. Some may have trouble sitting still for hours and may learn better by doing group activities.

Most of us learn best through a combination of pictures, sounds, and feelings, that compliment our dominant learning style. This idea is crystallized in an educational theory called “VAK,” for “visual, auditory, kinesthetic.”

If you facilitate training, and onboarding sessions, or make frequent presentations consider experimenting with visual, auditory, and kinesthetic modalities and notice how participants respond.

Auditory Learners

Auditory learners learn best through language; when something makes sense to them, they may say, “I hear that!”. If your training materials are text-heavy, encourage participants to take turns reading the material aloud. Use the Socratic method – ask questions and let the group paraphrase the core ideas in their own words. Invite compelling guest speakers to share their stories and teach in different verbal styles. E-learning materials can include audiobooks or podcasts that can be consumed on the go. Use repetition or clever wordplay to help the material “click.”

Skilled copywriters are well-positioned to help you speak your audience’s language and get them talking.

Kinesthetic Learners

This type of learner likes to move around, do things, and take a “hands-on” approach to learning. Reading a book or watching a video may become a challenge if they can’t get involved and connect to the ideas being presented. Kinesthetic learners will retain more information if they take notes by hand, work with three-dimensional models, or interact with others in the group. To engage kinesthetic learners, let them change seats, or stand as needed for part of the presentation or provide frequent breaks for snacks and fresh air. Make your training interactive, and add components of peer-to-peer learning.

The right experience designer or instructional designer can help design modules to create more interaction.

Visual Learners

Visual learners learn best with visuals, graphics, presentations, slideshows, videos, flowcharts, and infographics. To engage them, use color, diagrams, photographs, and information architecture to break up heavy text. They have keen aesthetic sensibilities and see the symbolism in imagery that others may overlook. When explaining themselves to others, they may say, “look here,” or “let me draw you a picture.”

To engage visual learners, work with the best designers and presentation specialists you can find.

If you are training online, be sure to take plenty of breaks, group trainees into breakout rooms, call on the audience to read portions of the text, use the whiteboard, and use slides where possible.

What is your learning style?

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Returning to the Office…or Not?

Friday, October 15th, 2021|

It’s the question of the moment, shall we go back to the office or stay remote? We hear this question from clients and candidates alike. Each has a great point of view for either scenario.

The reality is that today, more and more candidates are opting to stay remote. However, as the new year approaches, we will see a return to the office. However, this office may be a different office environment than the one you left 18 months ago.

Here are three tips to keep in mind:

Access to Open Spaces

Take strides in re-configuring the office environment to allocate enough space and distance between co-workers. Where possible, take advantage of open-air environments and create outside seating with access to power outlets. Converted parking lots, rooftops, and balconies will provide additional space and create a more open collaborative environment.

If being outside is not possible, invest in air purifiers and filters, and lots of plants to create an open-air feel for those who have returned to the office.

Embrace Technology

With the possibility of a hybrid workforce, companies are revamping their technology and collaboration tools to provide seamless communication between those back in the office and their colleagues who remain remote.

Examples include better microphones and cameras in conference rooms, and larger screens will enable team members to better see and hear one another and reduce physical separation.

Additionally, touchless/paperless technology will continue to reduce contamination. Collaboration tools such as Google Jamboard, Mentimeter, or Miro will further foster cross-collaboration between colleagues in the office and those who are at home.

Stay Adaptable

The pandemic is not yet over, even though great strides have been made. There is no predictability as to what may or may not happen in the coming months, and staying adaptable and agile is essential and have contingent backup plans.

We hope you’ve enjoyed our 595th a.blog.

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New Hire Welcome Kit: Why They are Important & How to Create Them

Tuesday, September 1st, 2020|

There are many facets to creating a successful onboarding process that truly welcomes and integrates your new hire. One of the best ways to make a positive, lasting first impression is by creating a new hire welcome kit. It may seem like a simple gesture, however, the thought behind is impactful. A mug with your company’s logo or a personally crafted introductory note goes further than you might think.

In its simplest form, a welcome kit shows your new hire that you care about them. It acknowledges their presence as a new member of your team and alleviates first day jitters. Beginning a job can feel overwhelming, so getting an extra special introduction makes your new hire feel appreciated even before they step foot in the office.

So what goes into a welcome kit?

The short answer: anything you want that exemplifies your company culture and spirit. In general, welcome kits have office supplies or company “swag” like mugs or notebooks with the company’s logo on the front. They can also include supplies necessary for the job, such as headphones, a camera, and, if possible, an electronic device like a laptop or Kindle.

If your company is known for a certain aesthetic, a creative welcome kit would reflect that. If you have a more playful or laidback company culture, throw in some quirky surprises like a puzzle or toys for their desk. Or if your company has a foodie culture, consider a personalized gourmet box from boxperience to add some flavor to their first day.

In the same regard, your welcome kit is an opportunity to introduce your company itself and the expectations you have of your new hire. They are a great way to get the onboarding process going because you can provide a welcome packet with the necessary basic information a new hire might want to know, such as an outline of rules and regulations, important contacts, and FAQs. They are also a fantastic way to tell your company’s story, share your company core values, and get your new employee invested in the culture that defines you.

To ensure your new employee receives a warm welcome, personalize your welcome kit! One of the best ways to do this is by including a handwritten note. It shows you care just that much more. Another great way to personalize your welcome kit is by putting your new hire’s name on some of the items you are giving them. By doing so, you are directly acknowledging them and giving your welcome kit that extra personalized touch.

It is the little things that count. You want your new hire to feel that you are just as excited about having them on your team as they are about being on your team. Providing your new hire with the necessary tools and personalized attention helps foster a smooth transition and is a great way to welcome them to the company.

We hope you’ve enjoyed the 568th issue of our a.blog.

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Building Leadership Skills

Wednesday, August 28th, 2019|

Being a great leader requires more than getting a promotion. Every great leader has a unique mix of skills – wisdom, courage, humility, analysis, empathy, among others. As a manager, you can cultivate and improve yourself as a leader. No matter what field you’re in, what role you have, or what your team needs from you, some principles of exceptional leadership are consistent across time and disciplines.

In 2009, the author William Deresiewicz delivered an address to the plebe class at the United States Military Academy at West Point on the topic of leadership. Specifically, he focused on what differentiates great leaders from the rest, and how leaders can learn to buck convention and groupthink and to trust the wisdom of their minds and hearts. The speech has become a classic among those who aspire to the timeless attributes of powerful, holistic leadership.

Deresiewicz’s ideas can help you accomplish your goals, help your team surpass its own expectations, hone your perspective, and make the most of your innate leadership ability in any situation regardless of team size and structure.

Cultivate Focus

To focus means to set aside time for difficult challenges and deep work. It requires eliminating distractions, honing in on what matters, and tackling your biggest challenges head-on. It means learning to apply mindfulness not just as a practice of self-improvement, but as a way of approaching all your important tasks and responsibilities.

Deresiewicz says, “it’s perfectly natural to have doubts, or questions, or even just difficulties. The question is, what do you do with them? Do you suppress them, do you distract yourself from them, do you pretend they don’t exist? Or do you confront them directly, honestly, courageously? If you decide to do so, you will find that the answers to these dilemmas… can only be found within – without distractions, without peer pressure, in solitude.”

Learn To Be Alone

Indeed, the central topic of Deresiewicz’s address is the importance of solitude. The only way to lead others is to get comfortable with being alone.

“I started by noting that solitude and leadership would seem to be contradictory things,” he says. “But it seems to me that solitude is the very essence of leadership. The position of the leader is ultimately an intensely solitary, even intensely lonely one. However many people you may consult, you are the one who has to make the hard decisions. And at such moments, all you really have is yourself.”

Whether you’re an introvert, an extrovert, or something in between, it is essential that you take time alone with your thoughts and feelings to better know yourself and build trust in your own counsel. This will give you the true bedrock confidence that will let your team relax and know you know what you’re doing. Whatever responsibilities you have as a manager and a leader, perhaps the greatest is to take the time and space you need for yourself.

Build Relationships

Solitude, according to Deresiewicz, “can mean introspection, it can mean the concentration of focused work, and it can mean sustained reading. All of these help you to know yourself better. But there’s one more thing I’m going to include as a form of solitude, and it will seem counter-intuitive: friendship. Of course, friendship is the opposite of solitude; it means being with other people. But I’m talking about one kind of friendship in particular, the deep friendship of intimate conversation. Long, uninterrupted talk with one other person. Not Skyping with three people and texting with two others at the same time while you hang out in a friend’s room listening to music and studying. That’s what Emerson meant when he said that ‘the soul environs itself with friends, that it may enter into a grander self-acquaintance or solitude.'”

As a leader, you must build a network of peers, mentors, and friends who want the best for you, who can see opportunities for you that you can’t, and who can engage with you in infinite games and deep, honest, fearless conversation. These are the relationships that most matter.

We’re All Creatives Now

Technology is changing the structures of business and society at a dizzying pace. We can no longer rely on the safety of convention. Managers and leaders must embrace the necessary skills and mindsets of creativity. We must innovate, improvise, think differently, and think positively.

The essence of creativity is courage. It’s not just for capital-C Creatives anymore. As a leader, you must be free to explore, have the intellectual honesty to critique your own ideas, and have the guts to defend them. That’s the sort of bold, compassionate leadership today’s team needs and wants.

At Artisan Creative, we have decades of experience helping leaders build winning teams and winning mindsets. Contact Artisan Creative today to start the conversation.

We hope you’ve enjoyed the 541st issue of the a.blog.

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Creating Trusted Relationships

Wednesday, May 1st, 2019|

Trust….what does the word mean to you and how does it influence your business and personal life?

All relationships, whether interacting with a partner, co-worker, vendor, or family member rely on trust and will grow because of it, or falter due to a lack of it. As leaders, it’s important to earn and to give trust. Many people work hard to make sure they can be trusted, reliable and someone others can count on. For some, trust is given freely and blindly, until it’s broken. If that happens, they suddenly do an about-face and stop trusting. For others, they start from a place of distrust and work their way to trust over time.

In his book, The Speed of Trust Steven Covey says that trust is a function of two things: character and competence.

Character is one’s integrity, intent, and motives. Competence is one’s skills, knowledge, track record, and results.

Both are needed to create and maintain trusted relationships. Covey attributes 4 core principles to building trust – both with ourselves (self-trust) as well as with others. The first two principles have to do with character and the latter two with competence.

Integrity

Do we say and do what we said we were going to do? Do we stick to our core values? Do we have integrity with ourselves? Are our morals and ethics aligned with our core?

Intent

What are our motives? Do we work towards a win-win outcome with ourselves, with our employees and vendors, with our family and friends?

Capability

Do we know how to do what we said we were going to do? Do we have the qualities needed to inspire confidence? Are our skills, attitude, and knowledge aligned so we can grow and establish trust as leaders in our company, family, and community?

Results

This is all about getting things done – our performance and track record. If we don’t deliver on our promises, or never do what we say we are going to do, we lose trust.

The next time a situation arises where you get a distrusting feeling about someone or a situation, ask yourself whether it’s a matter of their character or competence?

If it’s a matter of competence, you can ask for data, for certifications, ROI, KPI, you can run assessments. From an on-going leadership and training perspective, it’s important to ask if someone has been given the proper training and onboarding to do their job well. Also, it’s good to make certain our expectations are clear, so they can do what is asked and expected.

If it’s a matter of character, you can check references, and conduct background checks. Julio Olalla of the Newfield Network speaks about the importance of not assuming all breaches of trust are betrayals—be able to distinguish between sincerity, competence, and reliability.

The first step in building trusted relationships is to lead by example, be authentic, vulnerable, and learn to trust. At Artisan Creative, building trusted relationships is one of our central core values. We look forward to connecting with you to build a new relationship.

We hope you’ve enjoyed the 519th issue of the a.blog.

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